10EQS Reviews

Firstly I was paid peanuts. And it wasn't just me. After I left I had to sit through a US Labor Department interview because they were looking into 10EQS. Not cool to be schooled on how your former employer didn't obey labor laws for stuff like minimum wage or overtime. 10EQS lucked out on me because they barely paid me minimum wage if you only counted 40 hours/wk in the office and I didn't track how much overtime I'd done (alot!!!!!!) or have any proof like emails since I'd already left 10EQS. The Labor Department's Data Enforcement website shows 5 violations for 10EQS Consulting Services North America. Not cool. It was crazy hard to find good, experienced mentors on my team. The company had people promoted in delivery roles with no people management experience so new hires were kinda their test run. It was like having to report to a bunch of new MBA's and people with only internships and short gigs before they got hired at 10EQS. They handed me work they didn't have time to do or didn't want to do and checked up on me alot to make sure I was doing it so they didn't get in trouble if it didn't get done. That was pretty much my mentoring and career development in Delivery. Lastly people got treated differently by their office region and not just wages. Some Europe office employees could jet out for weeks to visit family overseas but still be "working remotely". I asked to work from home a few days a week because my commute was expensive and they were paying me peanuts, only to be shot down and told I couldn't. Didn't make sense. I'd go more than a day without seeing anyone in my office since the suites were spread out in the building. I hardly heard from the other US office. Europe was always calling for status checks on the work she gave me but that's Skype so I might as well have worked from home. I don't understand why there were different policies for different offices and people.

Absolutely no room for growth or upward mobility, immense favoritism, lack of culture (none), negative executives / upper management who do not coach or empower, lack of funding for the overall company (which is why they promote remote / contract workers - no money to invest in actual employees). They are focused on building up an Eastern European operation to save money and not have to pay US prices. There is no Human Resources department, and there are no staff meetings to promote communication, positivity or collaboration.